Wednesday, December 31, 2008

AIPEU GROUP 'C' [CHQ] WISH ALL OUR OFFICE BEARERS - CIRCLE SECRETARIES - DIVISIONAL AND BRANCH SECRETARIES - OFFICE BEARERS AT ALL LEVELS - LEADERS OF SISTER ORGANISATIONS - MEMBERS - EMPLOYEES AND ALL FOR A VERY HAPPY AND PROSPEROUS NEW YEAR 2009.

STRIKE TOUR MEETINGS OF CONFEDERATION AND NFPE MAY BE ORGANISED WITH ALL SERIOUSNESS

DELHI AND SURROUNDING CIRCLES ARE REQUESTED TO MOBILISE EMPLOYEES IN THOUSANDS FOR 2nd JANUARY JANTAR MANTAR RALLY BEFORE SERVING STRIKE NOTICES TO ALL DEPARTMENTS AND CABINET SECRETARY

CAMPAIGN MATERIALS ARE AS UNDER:

Campaign Material – brief on charter of demands of Confederation of Central Government Employees

1.Grant Rs 10000 as minimum wage as per 15 ILC Norms.

The Demand of the Central Govt. employees before the wage revision Commissions, when such a Commission had been set up was for the grant of minimum age as per the formula made by 15th ILC to which the sovereign Govt. was a party.The 15th ILC as early as in 1957 had suggested that the workers in the country was entitled for a need based minimum wages, if not a fairor living wage as enshrined in the constitution itself.Once such a need based minimum wage is determined on the basis of the computation formula prescribed by Dr. Aykroyd and accepted by all concerned, the wage structure for all categories and cadres is to be constructed on the basis of a pre-determined ratio between the minimum wage so determined and the desirable level of maximum wage in the bureaucracy.

Before the 6th CPC too, the staff side had formulated the minimum wage on the basis of the said need based minimum wage formula....The successive pay commissions had been considering this demand and rejecting the same on the specious plea of the incapacity of the Govt. to afford such a wage structure.The underdeveloped state of economy, the financial constraints on account of ridiculously low tax resources,the huge outlay required for the development of key infrastructure facilities, the need for setting apart funds for the upliftment of poor etc. had been often cited as reasons for the illegitimate denial of the need based minimum wage.

The 6th CPC well knowing that such being not the state of Indian economy presently and a parrot like repetition of the phraseology employed by the earlier Commissions shall not hold water resorted to mutilation of the formula itself, whereby retail prices of essential commodities of day to day consumption were manufactured (not obtained from the retail market) by a presumptive addition of just 20% over the whole sale prices andremoving the 25% addition prescribed and later approved by the Supreme Court as essential for human sustenance and reducing the10% addition stipulated as a necessary ingredient for making the housing requirement of an employee.The commission thus arrived at an absurd amount of Rs 5479 against Rs 9730 computed on a scientific basis in application of the Dr. Akroyd formula.While this became the premise for the construction of wage structure in respect of the Gr.C and D employees and even to a great extent for Gr. B Officers too, a different yardstick was adopted for determination of salary for Group A Officers, with the result the wage differential between the employees and others widened.

Any discernible observer could find that the wages determined by the 6th CPC is thus lower than even what had been decided upon by the 5th CPC.Rejecting the demand for the Need based wages on the plea of incapacity to pay on account of lack of tax revenue resources, the 5th CPC had stipulated that the minimum wage in Civil service should be computed on the basis of a percentage average increase of the Net National Product over a period of 10 years.The NNP increase over a decade ending in 2003 was 56.2% above what it was in 1992, to which the 5th CPC minimum wage had been related to.Had that been the principle of wage determination, the minimum wage ought to have been Rs 7400/ as against Rs 5479 determined by 6th CPC and finally raised to Rs 6606 by the Govt.

Once the imaginary feel good factor arising from the disbursement of the accumulated arrears of salary, withheld for the past two and half years, on account of the denial of the interim relief, the grim reality of depressed wage structure and stark fact of a factual wage reduction shall emerge. The correction required in the computation and determination of minimum wage cannot be denied on any valid ground and deserves to be fought out.

2.Grant minimum fitment benefit of 2.625 times of pre-revised basic pay to bring about uniform rise of 40% in emoluments and raise grade pay to 50% of the maximum of the pre-revised scales in respect of PB 1,2 & 3 as has been done in the case of PB 4.

The point to point fixation, a methodology adopted by the 2nd CPC for fixation of wages of individual employees in implementation of the Commission's report had been the constant demand of the employees before all successive commissions.The inability to realize the demand, thedenial of which was not only illegitimate but also depriving the benefit of wage revision forthe senior employees, had been the curse continuously heaped upon the employees who do not belong to the officer category in organized Group A or All India Services.The tragic exposure of this phenomenon with no attempt to address or rectify gave rise to the widespread discontent amongst vast sections of senior employees in 1986. A repetition of it in 1997 by the 5th CPC became the central point for agitation forcing it to be the focal point of negotiation.Alternative formulation had to be presented, for the demand for point to point fixation was rejected right at the beginning on the ground of huge financial outlay.The application of multiplication factor of 3.25 universally applied for the construction of Pay scales by the 5 CPC itself was presented as an effective alternative to the point to point fixation.During the discussion the employees organization put fourth alternativelya uniform addition of 50% of the pre-revised basic pay, the conceding of which would have brought about near total uniformity in the financial benefit if not equivalent to point to point fixation.It has to be stated in this context that point to point fixation is the demand constantly negotiated and settled in the wage negotiations of all PSU workers. Ultimate settlement of 40% rise in pre-revised basic pay after a four day long procrastinated negotiation with the Group of Ministers in 1997 brought about a great amount of satisfaction amongst the widest section of employees in 1997.Having rejected the point to point fixation by the 6th Pay Commission for no genuine or valid reasoning the consensus emerged at the meeting of the Staff Side was to strive for the dispensation of atleast a minimum benefit of 40% rise in emoluments on the lines of the settlement brought about in 1997.The conceptual formulation of incorporation of the clause "subject to a minimum of 2.625 time of the pre-revised basic pay" into the fitment formula evolved by the 6th CPC was the product of the thinking process to ensure that the senior employees do get justice. The replacement of the multiplying factor of 1.74 by 1.86 has not brought about the desired and required uniformity in the dispensation of financial benefit on revision of Pay.It continues to be at variance between 23% to 87%, the top echelons in PB 3 enjoying the top crest in the percentage elevation.We know our demand for a minimum rise in emoluments is not a substitute for the point to point fixation a benefit negotiated and settled at all times by our comrades in the Public Sector undertaking.What is attempted is to ensure that no employee gets lesser than 40% rise in his emoluments while recognizing the fact that the top officials do benefit by double of it even under the existing dispensation.. This therefore, does not brook denial or delay and needs to be focused and fought out.

3.No abolition of Gr.D. Posts and functions. Lift ban on recruitment, fill up all vacant posts and scrap screening Committee.

The VI-CPC has recommended for the abolition of Gr. D. posts numbering about 9.4 lakhs in the Government of India..The CPC raised all the Gr. D employees existing in the Govt. sector to the status of a skilled worker and placed them in Gr. C pay scale.The suggested pay scale of the upgraded personnel is a pre-revised pay of Rs 2750-70-3800-75-4400.In fact the said pay scale was the fourth grade of pay suggested by the V-CPC for the unskilled workers.In para 3.7.7 of the Pay commission recommendations the commission has observed that:

"Increasingly' basic work relating to cleaning, sweeping, maintenance etc. is being outsourced. This is a welcome trend that needs to be encouraged by bringing about systematic changing in the existing scheme so that the employees in Govt. are only utilized for requiring a certain levels of skills".

It is a fact that majority of the functions presently carried out by the Gr.D. employees across the Board is unskilled.What had actually been done by the Commission is to abolish the unskilled functions in the Governmental sector and pave way for more and more contractorisation of these jobs while the existing employees (whose working strength has become less than 50% of the sanctioned strength) might be classified as Gr.C. and assigned to do functions which are of skilled nature with lesser emoluments than what it could have been even as per the V-CPC recommendations.It is therefore, a disastrous recommendation.In the days to come the unskilled nature of jobs would be either outsourced or would be contractorised.This recommendation therefore, is not for the benefit of the existing employees who are recruited as unskilled workers.Now the recruitment will hereafter become unavailable in the Governmental sector for those who are in the lower strata of the society who could not afford or who are not provided even the primary education even though the universal primary education is stated to be the objective and goal of a welfare Government as per our constitution..In fact they are being punished for the social inability or abdication of the responsibility on the part of the Government to provide them with a decent standard of living or the nascent requirement of primary education.The recommendation is therefore, a by-product of the neo-liberal economic policies pursued by the Govt. since 1991 which we have been fighting against all these years alongwith other segment of the working class.

4.Grant 10% of pay+ Grade pay as minimum benefit on promotion or financial up gradation.

The financial benefit on promotion is presently governed by FR 22.As per the extant provisions of the said rules a person who is promoted/appointedon regular basis to a post which carryhigher responsibility will have the benefit of fixation of pay at the rate of one increment and fixation at next higher stage in the scale of pay of the post to which he is promoted.This is subject to the grant of a minimum benefit of Rs 100/- in all cases of such promotions.The present dispensation as per the recommendations of the VI CPC is only to grant a 3% increase in the pay and grade pay to persons who are promoted to a post with higher responsibility.Since most of the employees in Gr. C & D do get their promotion after a long waiting period exceeding even 10 years, they usually do not get their pay fixed at the minimum of the pay scale or pay band of the cadre to which he is promoted whereas the personnel in Gr. A services being assured of time bound promotions do go into a different pay scale and placed at the minimum of the pay scale of the promoted grade, the financial benefit of which would be far in excess of the increase of 3% of the pay.It was to ensure that everybody gets a reasonable rise in emoluments on promotion; the demand for a minimum benefit of 10% rise in the pay was placed by the staff side. This was in fact in consonance with the extant provisions in the fundamental rules. Rejection of this particular demand has no valid or genuine reason.In the absence of any explicit reason, it is unreasonable.In the cases where such promotions are accompanied by transfer It was pointed out bystaff side during discussions that often employees are transferred from one station to another on promotion and for various reasons, they are to suffer drop in emoluments on such transfer on promotion. This is therefore, an issue on which settlement has to be brought about.

5.Fix the date of effect of all allowances as 1.1.2006.

The word 'Pay' connotes pay and allowances. Naturally, Pay revision has to invariably involve revision of pay and allowances. But separating these pay and allowances the 4th CPC proposed different dates for the implementation of its report – 1.1.86 for revised pay and a later date from all allowances. The Board of arbitration to which this was referred to after disagreement was recorded in the National Council, JCM awarded in favour of employees – the date of implementation of the report with respect to pay as well as allowances has to be from the same date, i.e. 1.1,986. The Government accepted this arbitration award in 1990 and implemented it.

Despite this development, 5th CPC also adopted the same dichotomy- separating allowances from pay (where as Dearness Allowance is revised from the date pay is revised).Again the matter was referred to Board of Arbitration and the board of arbitration gave a verdict in favour of the employees – that HRA & CCA to be paid in old rates, but on new, revised pay scales.This award is yet not implemented.

The 6 CPC has given scant regard to the two awards given in favour of the employees as regards grant of allowances from the day the pay revision comes into effect. In the present case, it will have to be from 1.1.2006.

6.No performance related pay or bonus scheme

The Commission has recommended to replace the present scheme of Productivity Linked Bonus (PLB), as also the adhoc bonus system (where productivity was either described to be not measurable or for the non evolution of the parameters)with a new system called the Performance Related Incentive Scheme (PRIS).In Chapter 2.5 of the CPC report the PRIS has been detailed.The Commission has quoted extensively the study that has been made by the IIM, Ahmedabad in this regard.However, no concrete proposals to objectively assess the performance of either individuals or groups have been evolved.It has ordained the concerned organizations to bring about a scheme immediately to replace the PLB within a stipulated time frame and in the case of adhoc bonus it is to be immediately dispensed with paving way for PRIS.It is in fact the inability of the Govt. to prescribe certain well defined parameters for the evolution measurement of productivity that the system of adhoc bonus remained as it is despite the recommendations to do so by the IV & V CPCs.A glance through the recommendations made in the chapter 2.5 gives the impression thatthe Departments are supposed to make considerable savings through out-sourcing, right sizing, re-engineering, delayering, simplification of procedure etc. and such savings so generated are to be used for the payment of the PRIS to its employees and those in the management tooIt in other words, the commission wanted to replace the incentive bonus scheme presently available to the workers and savings so generated to be shared by those who are charged with the responsibility of management.This apart, no where in the CPC report the word performance has been attempted to be defined in clear and unambiguous terms to make it understandable.The incentive bonus in Governmental sector has been a product of struggle and negotiation.The inbuilt infirmity if any is the product of an inefficient evolution of a formula.The correction or amendment of which lies in the lap of management.An abrupt closure of a scheme evolved through the process of negotiations and discussions backed up bya prolonged struggle to be replaced by an ambiguousor vague formulation couched in a high sounding phraisographycannot be the method of going about either increasing the performance or productivity of any organization.The CPC recommendation therefore isunacceptable and if attempted to be implemented by force ofauthority will have to be resisted with all the powers at command of the organized movement of the workers.

7.Revise the Transport and daily allowances as demanded by the staff side JCM National Council

.

As per OM No 19030/3/2008-E.IV date 19th November 2008, Daily Allowance in monetary terms is no longer admissible to central government employees on tour. The OM further states that only the actual expenditure incurred with in the prescribed limits will only be reimbursed.

This will put vast majority of touring personnel into financial loss as it is near impossible to get receipts for meals and conveyance.

It is therefore a must that self certification be accepted to the extent of claims on food and conveyance expenditures.

Further, the DA rates may be revised with regard to those drawing Grade pay of 4200 to 4800 and below 4200 in the following manner as the rates prescribed by the 6 CPC and accepted by the government quite insufficient and unscientific.

Rs. 4200 to 4800 – Reimbursement of hotel accommodation of upto Rs 1000/- per day;reimbursement of travel charges upto Rs 150 per diem for travel with in city and reimbursement of food not exceeding Rs 200 per day. The reimbursement of travel and food charges may be made on self certification.

Below Rs. 4200 - Reimbursement of hotel accommodation of upto Rs 700/- per day; reimbursement of travel charges upto Rs 150 per diem for travel within city and reimbursement of food not exceeding Rs 200 per day.

Transport allowance.The recommendation of the Commission is to subsume the CCA in the Transport allowance and raise the existing Transport allowance by 4 times.This hasreduced the proportionate benefit to certain grades and categories of employees.It is therefore necessary thatno condition should be imposed for the grant of this allowance since the CCA has been subsumed in this allowance.It is also necessary that taking into account that some of the employees might get reduced benefit due tothe 'across the board rise at the rate of 4 times' the rates need to be revised as under:.

Employees drawingGrade Pay

A-1 / A Class Cities

Other Places

5400/- & Above

3200/-+DA

2400/-+DA

4200/- to 4800/-

2400/-+DA

1800+DA

Below 4200/-

1600/-+DA

1200/-+DA

8.Remove the condition of 6 months for applying the uniform date of 1st July as increment dates.

The CPC recommendation to bring about a uniform date of increment is not per se objectionable. The only demand placed by the employees had been that in respect of those whose increment date falls between 1st Feb. 2006 and June 2006 as per the extant stipulation will suffer a postponement of their increment beyond 12 months.It cannot be the conscious stipulation of the commission but can only be an accidental outcome of rationalization of a scheme.The suggestion made was to provide a one time benefit of awarding of an increment for all those whose increment date falls between Feb. and June 2006 consequent upon whichpostponement of increment could be avoided and whatever financial outflow emerges shall onlybe a one time phenomenon and not a recurring feature.This is the only methodology to address the difficulty that emerged in the exercise of a rationalisation.This suggestion has been turned down obviously not for any sound or logic reason.

9.ACP to be on hierarchical system obtaining in each department.

The scheme of Assured career progression was demanded by the Confederation in a separate memorandum before the 5 CPC to compensate and assuage the employees who have no chance of regular promotion in their long career spanningnearly 35 years. The 5 CPC had accepted this contention and proposed ACP. Before 6 CPC Confederation had demanded 3 ACPs.

The decision of the Government to grant 3 ACPs but not on hierarchy has taken away the charm of the ACPitself and it defeats the very purpose and spirit behind ACP. Further, it would accentuate the feeling of discrimination of those who did not benefit out of the 2 ACP scheme as they would still be placed below – even if they are seniors – what their juniors have drawn.

Also, granting a pay that does not even exist in one's department actually defeats the very purpose of ACP ie to compensate for the absence of promotional avenues

10.Retain and improve CGHS and make insurance scheme optional

The Central Govt. Health Scheme with all its difficulties and infirmities, is considered to be the best available health care system both by the serving employees and pensioners.The urge for its closure on the ground of increasing financial out-flow hasoften been raised by the Government and became a strident proposal after the recommendations of the Expenditure Reforms Commission.Insurance scheme was thought of an alternative for its replacement.The pensioners who are not covered by the CGHS and who have settled down in towns and places beyond the ambit of CGHS do feel that they do not have a viable system of inpatient treatment when such exigency arises.They feel that the insurance coverage might bring about a certain amount of improvementin the situation where no facility exists presently whereas the CGHS beneficiaries rightly assumes that a better existing benefit is bring replaced by a subsidiary and less beneficial system.It is in this context that the employees demanded the retention of the CGHS system and making the insurance scheme optional.No decision has been taken or is being taken and the said indecision either as a means of design or a product of inefficiency debilitate the health care scheme for the CG Employees.It is therefore, necessary that the Govt. should come to a finality in this matter as early as possible.

The provision of flexi time facility for women employees was a recommendation made in the right direction bythe VI-CPC.The resolution of the Govt. of India in notaccepting the recommendation is sans a cogent argument. Had it been accepted it would have gone a long way in providing the required relief for women employees in discharging their natural responsibility of looking after their children and family without compromising the requirement of an efficient functioning of the organization in which they are employed.

The order in acceptance of the recommendation for the grant of Child Care Leave (CCL) was issued by the Department of Personnel on11th Sept.. 2008 enabling the women employees to avail the said leave.However, vide OM No. 13019(2)/L/Estt/ dated 18.11.2008 the Govt. imposed certain condition for the grant of such leave. Condition No. iv of that OM reads as under:

"CCL can be sanctioned only if the employee concerned has no Earned Leave at her credit".

The very purpose for which the Child Care Leave (CCL) was conceived would be defeated if above condition is insisted upon.The accumulation of Earned Leave is meant for meeting certain exigencies that happen in the service career of an employee.If such leave is not allowed to be accumulated or exhausted the concerned employee will be in dire difficulties.It is therefore, incomprehensive why such a condition is imposed by the Govt. It appears to be an afterthought.It is a fact that due to the depletion of the No. of employees on account of continuous ban on recruitment, a blanket ban imposed without any rhyme or reason by the DOPT with the sole objective of reducing the manpower, the work load would further increase for the employees if the women employees are allowed to go on leave.The denial of the leave cannot be a solution to the problem which has actually been created by the insensitive decision on the part of the Department of Personnel.What is needed is that the DOPT should immediately withdraw the arbitrarymposition on ban on recruitment and simultaneously withdraw the condition No.iv in the OM cited to enable the women employees to avail the CCL who are in dire need of it.

As result of the implementation of the 6 CPC report, one will find numerous anomalies – common to all central government employees and specific to certain departments. The anomalies common to all CG employees will come up for discussion the National Council, JCM.

The departmental level anomalies have to be settled at the departmental levels, through the appropriate forums. The experience after 5 CPC was that majority of the Departments did not take any step to settle these anomalies as the JCM at that level was made non functional. Even today in many departments, the meting of the Departmental Council of the JCM either do not take or convened at irregular interval. Not only the anomalies are to be settled within a time frame and in case of disagreement between the official and staff side a mechanism should be evolved to bring about resolution to the issue.

13.Grant civil servant status and Pension to 'Gramin Dak-Sevaks.'

The Government constituted Natraja Murti Committee [a retired Postal Officer] to go into the pay and allowances and other issues of three lakhs of Gramin Dak Sewaks in the Department of Posts as against the demand of constitution of a Judicial Committee. The Report of the above GDS Committee contains a lot of negative recommendations. Not only the Status of a Civil Servant is denied to them but several other established procedures like fixing the pro-rata wages on comparison with the related category of regular employees like Mail Overseer Postman for GDS Postmasters; Postman for GDS Mail Deliverer; Minimum scale of pay in CG Services for the Group D type of GDS is denied this time. The demand for statutory pension as recommended last time by the Justice Talwar Committee is also diluted this time and a service discharge benefit scheme is recommended with certain conditions. There are recommendations to cut the strength of existing GDS in a drastic manner through various recommendations for abolition, relocation, tightened standards etc. The GDS Committee had gone out of its terms and references and recommended various curbs on the trade union rights of this cadre. The GDS Union went on an indefinite strike supported by the NFPE and the department has assured adequate opportunity for discussion before proposals are finalized to be sent to Cabinet after the Senior Officers Committee constituted to finalize the stand on the recommendations of GDS Committee. The NFPE and the GDS Union have before the Senior Officers Committee and discussed on their Note submitted seeking modifications and improvement. By the time we go on strike, this issue would be very clear as to whether the Senior Officers Committee and the Department would agree to modify the recommendations of GDS Committee as demanded by the Staff Side including Civil Servants status and statutory pension. Since modifications are very essential to avoid serious attacks on the existing rights and privileges of three lakhs of GDS, this demand attains very much significance.

14.No reduction in the commutation value and restoration of full pension after 12 years.

The 5th CPC had indicated that the Government should review the period by which the commuted value of pension is returned to the pensioner.This was due to the fact that the commuted value of pension is fully recovered along with interest by the Government within a period of 10 years. There is, therefore,no justification for restoration period being 15 years.The 6th Pay Commission has recommended that the table of commutation should be revised taking into various factors.The Government has decided to implement the said decision without lowering the restoration period. While the official side had been eloquent on the need for the revision of the table they had no response for the justified plea for the reduction of the restoration period, when the matter was subjected to discussion first with the Secretary Personnel and later with the Cabinet Secretary.There had been hardly any justification for the reduction in the commutation value.Having reduced the commutation value it is but necessary that the Government issue orders for restoration of the commuted value after 12 years.

15.Compute the pension entitlement on the basis of notional pay as on 1.1.1996

The 5th pay commission had accepted the principle of parity in pension between pre 86 and post 86 retirees. This principle is required to be extended to pre-96 retirees. For this purpose the pay of the pre 96 retirees may have to befirst be fixed in the revised pay scales of 5th CPC. The notional pay thus arrived at has to be treated as emoluments and pension determined accordingly for those who retired from service prior to 31.12.2005.The very principle of parity in pension brought about by the Supreme Court judgment has been violated by the denial of acceptance of this demand.

Part II

Demands pending settlement for long in the National Council JCM.

The demands included in this part has been the subject matter of discussion and campaign on many occasions in thepast.Therefore, no attempt is being made to elucidate these issues in detail, except in a brief manner.

No outsourcing or Contractorisation of Govt.. functions.

Even though we could make the Group of Ministers of the UF Government of 1997 agree for the non implementation of the 5th CPC recommendations on outsourcing, privatization, contractorisation etc, the subsequent Govt. which came to power appointed the Geethakrishnan Committee, which you are aware made recommendations for the closure of many departments and outsourcing of very many functions hitherto carried out by the Government employees.In one way or other most of the Departments were affected adversely in implementation of the said committee's suggestion. The 6th CPC suggestions are to accentuate this process and coupled with the ban on recruitment, the situation in most of the organizations is bound to be precarious.

Grant statutory defined pension scheme to the employees recruited after 1.1.2004 and withdraw the PFRDA Bill from Parliament.

The present defined benefit scheme of pension was introduced replacing the then existing contributory system.As part of the neo liberal economic policies, the Government decided to reconvert the same into contributory and make the fund available for the stock market operations. It is the vagaries of the stock market which will determine the pension returns from this fund.Before the introduction of the PFRDA bill, the Government had set up a committee under the chairmanship of Shri Bhattacharya, Chief Secretary of the State of Karnataka. The bill has been drafted and presented to the Parliament disregarding even the recommendation of the said committee to the effect that the Govt. should consider introducing a hybrid system by which the employees will have a defined benefit, if they choose to be satisfied with the said return.The Bill could not be passed in the Parliament as the Left Parties took the principled position that they would not support a proposal detrimental to the interest of the employees.Despite the non passage of the bill and the consequent absence of a valid law to support the Pension Regulatory authority, the Govt. has converted the existing pension scheme into a contributory one and invested a percentage of the fund so generated from the employees contribution in the Stock market, whose index has crashed to one third of the value at the time of investment.

Pension is earned by an employee by rendering service and therefore there is no requirement of any payment by the employee for earning pension. This statutory right of the employee is enforceable through courts.. The supreme court has declared pension as one of the fundamental rights. The government should therefore retrace from its avowed position, which is detrminetal to the interest of the employees and ensure that the employees recruited after 1.1.2004 is covered by the existing statutory defined benefit scheme by withdrawing the PFRDA bill from the Parliament.

Implement the Board of Arbitration Awards.

The Joint Consultative machinery was concerned as a forum for meaningful discussion and negotiation of the day to day problems and issues of the Government employees to ensure that industrial peace exist. The arbitration was conceived in the scheme as a measure to resolve the issue on which agreement could not be reached between the staff side and official side through discussion.The Board of Arbitration is chaired by an High Court Judge assisted by a representative each from the Staff and official sides. It is agreed upon that the awards of the Board of Arbitration are binding on both the parties and are to be implemented.That had been the case till 1992. There are sixteen awards of the Board of Arbitration given in favour of the employees while scores of references made to the Board had been rejected and thus reached finality as the employees have no forum for appeal.However, the Govt. has chosen to approach the Parliament to get these awards given in favour of the employees under the sovereign power of the highest legislative forum of the country.Even the Parliament is entitled to reject the same only on extreme financial implication which affect the National economy . None of these awards deserve such rejection.In the wake of the strike notice, the Government decided to review its earlier decision and withdrew the resolution from the Parliament and the matter has been discussed on several occsasions in the Standing Committee without reaching any settlement even after the Staff side indicating its readiness to forego the arrears in order to reduce the financial outflow for the Govt. may be implemented in the light of disscussions held and modifications proposed by the staff side.

Remove the arbitrary 5% ceiling and 3 years condition on compassionate appointment and withdraw court cases and absorb all waitlisted RRR .

On the pretext of the directive of the Supreme Court, Govt. introduced the concept of a 5% ceiling on the compassionate appointment.The fact was that there had been no such directive from the Honourable Supreme Court.There had been no rhyme or reason for this stipulation.Despite the repeated discussion on the subject at the National Council and its Standing Committee and the solemn assurance given by the Cabinet Secretary in the wake of the last strike action,nothing has been done in this regard to resolve the issue.It is pertinent to mention in this connection that the compassionate appointments in the Railways continue to be operated without any such ceiling. Moreover in the Department of Posts hundreds of compassionate appoinement candidates selected by Selection Committee are being denied jobs and attempt to oust them is on. Through legal stay orders these candidates known as RRR Candidated are fighting the battle. The Government should withdraw the SLP filed against them and absorb them all as regular employees.

Implement the revision of bonus ceiling @ 3500/- in the case of all personnel employed by the Government including casual/contingent and daily ratedworkers and Grameen Dak Sewaks. Replace adhoc bonus with the PLB and remove the 60 days ceiling.

Even after the amendment to the Bonus Act and despite the issuance of orders raising the computation ceiling of Rs. 2500 to 3500 for regular employees in Governmental organizations, the casual and daily rated workers and the Gramee Dak Sewaks of the Postal Departments continue to be discriminated against.Their bonus is still being calculated at the old ceiling limit of Rs. 2500. The Government should issue necessary clarification to cover these employees within the ambit of its orders raising the ceiling limit to Rs. 3500.

CAMPAIGN MATERIAL FOR POSTAL CHARTER OF DEMANDS

CAMPAIGN MATERIAL – POSTAL CHARTER OF DEMANDS

Modify and improve the recommendations of Nataraja Murti Committee and reject the retrograde recommendations.

The Government constituted Natraja Murti Committee [a retired Postal Officer] to go into the pay and allowances and other issues of three lakhs of Gramin Dak Sewaks in the Department of Posts as against the demand of constitution of a Judicial Committee. The Report of the above GDS Committee contains a lot of negative recommendations. Not only the Status of a Civil Servant is denied to them but several other established procedures like fixing the pro-rata wages on comparison with the related category of regular employees like Mail Overseer Postman for GDS Postmasters; Postman for GDS Mail Deliverer; Minimum scale of pay in CG Services for the Group D type of GDS is denied this time. The demand for statutory pension as recommended last time by the Justice Talwar Committee is also diluted this time and a service discharge benefit scheme is recommended with certain conditions. There are recommendations to cut the strength of existing GDS in a drastic manner through various recommendations for abolition, relocation, tightened standards etc. The GDS Committee had gone out of its terms and references and recommended various curbs on the trade union rights of this cadre. The GDS Union went on an indefinite strike supported by the NFPE and the department has assured adequate opportunity for discussion before proposals are finalized to be sent to Cabinet after the Senior Officers Committee constituted to finalize the stand on the recommendations of GDS Committee. The NFPE and the GDS Union have before the Senior Officers Committee and discussed on their Note submitted seeking modifications and improvements. By the time we go on strike, this issue would be very clear as to whether the Senior Officers Committee and the Department would agree to modify the recommendations of GDS Committee as demanded by the Staff Side including Civil Servants status and statutory pension. Since modifications are very essential to avoid serious attacks on the existing rights and privileges of three lakhs of GDS, this demand attains very much significance.

The wages of the above sections should have been enhanced on the basis of the Revised Pay Scales of 6th CPC. The issue was taken up by the NFPE with the Department immediately after the implementation of pay commission. The wrong decision the Department had made after the 5th CPC in fixing the wages of Paid Substitutes etc by excluding the quantum of HRA / CCA etc was also pointed out to the department. It was also pointed out that Honourable Madras High Court had given judgment for including HRA/CCA in calculation of wages for Paid Substitutes and the Department also implemented the Court Judgment by paying arrears to all Paid Substitutes who have gone to Court w.e.f. 1.1.1996. Now therefore we have demanded that the date of effect should be from 1.1.2006 and that the daily wages should include the quantum of HRA / Transport Allowance etc. RRR Candidates wages also to be regulated as per the above method only. The wages of Part Time, Contingent also to be enhanced according to 6th CPC pay scales. Despite the letters and the discussions with the Department there appears to be no seriousness on the part of the Department of Posts to settle the issue.

Exempt Postal Department from the purview of Screening Committee and fill up all vacant posts in all cadres immediately.

This issue had always been focussed as a very prominent demand in all our programmes. The Department was made to understood that the abolition of 2/3rd direct recruitment posts each year under the mechanical application of Screening Committee has very severely affected the efficiency of our operative department. Despite assurances from the department that this matter has been taken up at the level of the Minister himself, no relief is so far in sight. The 6th Pay Commission has also recommended that such mechanical abolition of posts is bad and should be given up. The Government has not come forward to lift the Screening Committee. It has ordered a cumbersome procedure for getting exemption through two Committees headed by the DOPT Secretary and Cabinet Secretary. We do not know as to when we would get exemption. The shortage of staff is so acute that our staffs are unable to perform their day to day duties peacefully. The inhuman workload on one hand and the mistakes we commit due to acute shortage is not pardoned but punished without mercy. We cannot continue to live under such an environment any more and we demand that immediately as a special case the Department of Posts should be completely exempted from the purview of Screening Committee and all vacant posts in all cadres should be filled up without any delay.

Hold Periodical Meeting and JCM Departmental Council / RJCM Regional Council meetings as per the schedule.

Even after the grant of recognition to the Federations in the Department of Posts, the Periodical meetings with the Federation and all India Unions / Associations have not resumed. The last Periodical Meeting was held as far back as on 4.1.2006 and for years thereafter there is no meeting. Similarly the Departmental Council JCM was reconstituted but not even once it was convened. The periodicity of R-JCM is also not being maintained in many circles and after the reconstitution of R-JCM, many Councils are yet to be convened. These are the important and only available negotiating forums to the Staff Side to place and discuss and sort out the issues of employees. The entire discussions with the Department at the highest level are purely informal basis and as such there can be no files and no follow ups and no progress on many issues. This sorry state of affairs has to end immediately and all negotiating forums should function as per the fixed periodicity.

Implement all issues of April 2007 Strike Settlement.

The Indefinite Strike call was called off following a settlement in April 2007. Unfortunately many issues agreed to by the Department in the settlement are still remaining unsettled. Despite assurances that the scheme of Franchisee was only a pilot project and that after six months the issue would be reviewed by discussing with the Staff Side, there was no seriousness to discuss with us by the Postal Board. On the other hand the dangerous scheme is being expanded to many places and now the department is unilaterally talking about expanding to urban areas and through agencies and co-operative societies etc. This has to be resisted. It was agreed upon earlier that no RMS office would be closed down or merged if 10000 mails traffic is available but now large scale violation is taking place and offices are being closed down without any consultation with the circle unions. The regularisation of casual and part-time and contingent assured to be examined is also kept pending. It was agreed to fill up all residual vacancies in all circles but still not done in some circles. The issue of notional promotions is yet to be settled in some other circles. The non grant of notional promotions and then the higher promotions to HSG-II / HSH-I is still an issue in some circles after April 2007 settlement. The pending bills like OTA/TA/Medical/RPLI Commission etc was assured to be cleared but even today lot of bills remain unpaid to employees. An assurance was held out to consider compassionate appointments and absorbing the RRR Candidates but no progress has been made so far. Therefore these issues are to be settled as agreed upon in the strike settlement.

Negotiate and settle the sectional charter of demands submitted by Federations and unions on 15.02.2008.

A list of 111 [One hundred and eleven] pending issues and demands was drawn up on 15.02.2008 by the Federations and All India Unions of NFPE and FNPO and submitted to the Department for meaningful negotiations and settlement. It was also at that time intimated to the department that the employees will be forced to undertake trade union action if attention is not given to those problems. The list of issues called as the Sectional Charter of Demands are not attended to and not even discussed with the Staff Side till this date despite lapse of 10 months period.

Finalise Cadre Review for all cadres – creation of a separate establishment for System Administrators and redressing their current problems.

The Staff Side held discussions with the Department immediately after the 6th CPC and took up all the pay commission related anomalies. During the course of discussion it emerged that a Cadre Review to over come the problem of LSG / TBOP being placed in PB-1 as well as increasing the promotional avenue of all cadres will be taken up on submission of our proposals. The problems of PO&RMS Accountants, System Administrators, Marketing Executives, MMS staff etc were also discussed and our proposals were submitted. The MMS Drivers and Workshop staff pay scales have to be improved through cadre restructuring since they are all handling new technology based vehicles and computer knowledge is basic in attending to the work. Cadre Review can overcome all such problems. The Staff Side proposals have been submitted in many cases. The System Administrators have all justification to be made a separate establishment / cadre with higher pay scale and as a promotional cadre to Postal Assistants. No progress in this matter could be seen so far despite sympathetic lips now and then. The System Administrators are facing innumerable day to day problems also in the field including heavy work load and lack of proper amenities and lack of proper compensation to travelling expenses etc. A detailed list containing their problems was already addressed to the department by the unions. Action is much wanting on the part of the department to address these important problems.

Improve ACP and make it applicable to Postal Employees.

The Staff Side has accepted the ACP Scheme in replacement of TBOP/BCR Scheme. Thereafter no progress could be seen from the department side on this important issue. Meanwhile we are hearing that the orders of the DOPT are being delayed over some controversy of as to when the next ACP should be made available to the employees. The MOF is reportedly arguing that a residency period of 10 years is must for getting the next ACP from the earlier ACP. This would be a negative approach and for postal employees who are switching over to ACP, this negative approach would spell doom as we would get the third ACP only after 36 years of service for those who are already in BCR. We therefore demand that the ACP Scheme to be improved and made available to the Postal Employees.

Remove all trade union victimisation in all Circles and end irrational application of Contributory Negligence orders.

The trade union victimisation resorted to by officers in different circles are on the galore. The Rule 37 victimisation on the Circle President of Postal Accounts of Bihar Circle who was transferred to Ahmedabad; the Rule 14 Charge Sheets to the office bearers including the Circle Secretary of Patna Postal Accounts; Rule 37 victimisation transfer to Divisional Secretary P3, Mangalore Division, Karnataka; Rule 37 victimisation transfer to divisional secretary and other office bearers, P3, Bullandsahar, U.P; Rule 37 victimisation transfer to Divisional Secretary P3, Ahmedabad GPO; are only examples of the victimisation activities of the officers. In U.P Circle Postal Accounts officials are being victimised in the name of non-checking of outsourced work by fixing unilateral out-turn. The financial punishment by way of ordering huge sums to the tune of lakhs of rupees in the name of contributory negligence has to end. Recoveries now ordered from the Accountants and PAs working in Accounts Branches for over payment of pay to Postmen is a glaring example for misuse of provisions of contributory negligence rules. Punishing the innocents and allowing the culprits to go scot free in almost all cases of frauds has become the order of the day. Proper guidelines and change of attitude on the part of the administration is absolutely warranted.

Do not introduce new schemes without consultations with the staff side.

It has been raised by the staff side time and again that whenever a new scheme is to be introduced the staff side is to be taken into confidence. This is as a rule violated by the Department. Numerous problems are being faced by the staff due to sudden introduction of new schemes and projects without any prior preparations and training and also not taking the ground realities into account. The members of public also put into lot of sufferings due to such ill-thought out introduction of schemes. The pilot projects introduced with the faith that the results would be reviewed in consultations with the staff side are seldomhonoured by the department. This situation must change.

Withdraw SLP against the RRR Candidates and absorb them immediately.

The RRR Candidates are the compassionate appointment candidates selected on the basis of the decision of the Circle Selection Committee in Tamilnadu and some other places. These candidates went to Court when the department tried to oust them and got the orders of the department stayed. The appeal of the Department in the Honourable High Court of Madras also rejected by the Court and instead of honouring the judgment the Department has gone to Supreme Court on SLP. This is most unjustified. Assurances were held out in the past that there cases would be considered favourable but attempts are only being made to send them out of department. There are more than 600 such RRR Candidates in Tamilnadu alone who were recruited in PA/SA, Postman and Group D cadres. The stand of the department is irrational, inhuman and unjustified. We demand absorption of all such RRR Candidates immediately by withdrawing the SLP from the Supreme Court. In addition it is seen that in most of the circles, the Circle Selection Committee has not met since 2005 for approval of fresh cases when numerous fresh applications are pending for approval.

The 6th CPC has granted a higher pay scale of pre-revised 3200-4900 and fixed in PB-1 with 2000/- Grade Pay. Naturally the TBOP / BCR Postmen / Mailguard should have been fixed in Grade Pay of 2400/- and 2800/- respectively. Such a natural thing also is not being done till date because of non-issuance of clarificatory orders by the Directorate. The argument of the department that as to whether we want to remain in TBOP/BCR scheme or want to go over to ACP scheme cannot be the justified grounds to not to grant appropriate Grade Pay to TBOP/BCR Postmen/Mailguard. In many circles all the Postmen, TBOP Postmen and also the BCR Postmen are fixed with the same grade pay of 2000/-. No action is forthcoming from the administration despite our efforts to convince the situation. The approach and the stand of the Directorate is most retrograde.

Grant higher pay scales to Head Mail Peons at par with Postman /Mailguard.

There was parity in pay scales between the Postmen/Mailgurad and the Head Mail Peons in the department. After the V CPC this was disturbed. Now again after 6th CPC, the scale of pay of Postmen and the Head Mail Peon is kept at variance. Both should have been paid with the same pay with Grade Pay of 2000/-. This is not paid by the department.

Grant notional fixation for Artisan Grade I in MMS w.e.f. 1.1.1996 at par with the Railways and Defence.

The workshop cadre of Artisans should be treated alike by the Department whether they work in Railways or Defense or Postal. Unfortunately this parity is not maintained by the department. The Artisans Grade I in MMS were placed at a lower level than their counterparts in Railways and Defense since 1.1.1996. We demand that notional fixation should be granted to this cadre w.e.f. 1.1.1996 to end the discrimination.

Redistribute the LSG/HSG-II/HSG-I posts for Circle Offices including DPLI Kolkata.

With the span of time the importance of staff of circle administrative offices have increased manifold. The postal assistants of circle administrative offices have been functioning with multi skill efficiency. In spite of sanction of HSG-II and HSG - I posts by the postal directorate circle administrative offices could not avail the required number of posts due to inherent limitations in the norms. Norms are required to be modified to ensure better and efficient supervision by the circle administrative offices over the subordinate offices by providing for more Supervisory officials of LSG/HSG-II/HSG-I in circle administrative offices including DPLI office, Kolkata.

Withdraw decentralisation of PLI/RPLI functions.

The Department of Posts had earlier rolled back the decentralisation of PLI/RPLI functions on our continued protest and also taking into account the failure of the desired results due to decentralisation of Circle Office functions to Divisional Offices. Now the whole PLI/RPLI functions are being modernized to the maximum including establishing a central server and thus networking the entire operations. Due to this technological advancement there is hereafter no need for any decentralisation since it will become easier and convenient for the Circle Office staff to deal the entire business. Unfortunately the Department of Posts has again resorting to decentralisation of PLI/RPLI functions from Circle Offices to Divisional Offices. The work load and under staffing of divisions notwithstanding the department is interested to decentralise without any augmentation of staff in divisions. This is unscientific and unwarranted. There is no need for any decentralisation of PLI/RPLI functions.

Stipulate periodicity of deputationists to Circle Offices and recruit new incumbents.

There is no recruitment of staff in Circle Offices for years together. The work load is being managed just through deputations from divisions. This measure leaves the divisions also further reduced with their working strength where already the staff shortage is very acute. Not only the deputationists are not sent back to divisions even after years but the department is not fixing any time limit for such deputations also. We demand that there should be a maximum time frame for deputations and that there should be a change of policy from managing the work of circle offices through deputations to recruitment of new employees.

Ensure integration of all Accounting streams in DOP under PA Wing and stop the proposed move to decentralise Postal Accounts.

The SBCO was supposed to have been under the Audit wing only despite their place of work shifted to Head Post Offices. But the SBCO was totally brought under the cadre control of the divisional offices and thus the functions of SBCO as a potential audit functioning section has been compromised. This also resulted in their declining promotional avenue. This SBCO shall be brought under the PA Wing to ensure this character. Similarly the PO&RMS Accountants who are performing the functions supportive of the PA Wing were recommended to be inducted into the organised accounts by the Radha Nanjunath Committee in the year 2000. The induction of PO&RMS Accountants in the organised accounts would not only strengthen the accounting functions of this vital cadre but also would result in improved promotional avenues to them.

Restore the 3 year periodicity for promotion to Senior Accountant cadre.

The periodicity of 3 years for promotion to Senior Accountants was arbitrarily and unilaterally modified as 6 years by the Department of Posts in the year 2006. This move is totally unjustified since no other organised accounts in any other departments have done this. It continues to be 3 years elsewhere. More over the extended periodicity of 6 years is causing keeping many posts of Senior Accountants vacant since it is 80% of the total posts. The discrimination against the Postal should be ended and parity to be restored on the matter of periodicity of promotion to Senior Accountants.

COMPLETE CHARTERS OF DEMANDS OF [1] CONFEDERATION; [2] POSTAL CHARTER OF DEMANDS; and [3] POSTAL SECTIONAL CHARTER OF DEMANDS AS SUBMITTED ON 15.02.2008 ARE PLACED HERE IN ONE PLACE FOR THE CONVENIENCE OF ALL MEMBERS:

.COMMOM DEMANDS RELATED TO 6TH PAY COMMISSION:

1. Grant Rs 10000 as minimum wage as per 15 ILC Norms.

2. Grant minimum fitment benefit of 2.625 times of pre-revised basic pay to bring about uniform rise of 40% in emoluments and raise grade pay to 50% of the maximum of the pre-revised scales in respect of PB 1,2 & 3 as has been done in the case of PB 4.

3. No abolition of Gr.D. Posts and functions. Lift ban on recruitment, fill up all vacant posts and scrap screening Committee.

4. Grant 10% of pay+ Grade pay as minimum benefit on promotion or financial up gradation.

5. Fix the date of effect of all allowances as 1.1.2006.

6. No performance related pay or bonus scheme

7. Revise the Transport and daily allowances as demanded by the staff side JCM National Council.

8. Remove the condition of 6 months for applying the uniform date of Ist July as increment dates.

14. No reduction in the commutation value and restoration of full pension after 12 years.

15. Compute the pension entitlement on the basis of notional pay as on 1.1.1996

II.LONG PENDING DEMANDS IN JCM NATIONAL COUNCIL:

1.No outsourcing or contractorisation of Govt. functions.

2.Grant statutory defined pension scheme to the employees recruited after 1.1.2004 and withdraw the PFRDA Bill from Parliament.

3.Implement the Board of Arbitration Awards.

4.Remove the arbitrary 5% ceiling and 3 years condition on compassionate appointment and withdraw court cases and absorb all waitlisted RRRcandidates.

5.Implement the revision of bonus ceiling @ 3500/- in the case of all personnel employed by the Government including casual/contingent and daily rated workers and Grameen Dak Sewaks. Replace adhoc bonus with the PLB and remove the 60 days ceiling

1.Restore holding of Periodical Meetings with the Federations and All India Unions.

3.Amend the GDS Conduct & Service Rules for payment of Gratuity under the Gratuity Rules, 1972 as per the Supreme Court Judgement. Grant Status, Pension, Maternity leave and other benefits on prorata basis. Count the service period of GDS for pension on their regularization. Liberalise recruitment rules for GDS to appear for the examination for PA/SA. No reduction of TRCA under any circumstances. No Cycle Beat Formula; Allow request transfer to GDS; Stop harassing with unreasonable RPLI targets; Introduce uniform and kits to outdoor GDS; and Grant all Trade Union rights to GDS including right to affiliate with Federation by amending the Recognition Rules.

4.Exempt Department of Posts from the purview of Screening Committee; Fill up all vacant posts immediately in all cadres in Postal, RMS, MMS, Administrative and Postal Accounts including GDS; Hold special examination under a liberalized syllabus to fill up all accumulated residual vacancies in PA/SA cadre in Postal/RMS/Admn Wings; Expedite clearance of 2006/2007 ADR vacancies.

5.Strengthen the delivery system by dropping the measures of curtailment of delivery; Stop combination of Postmen beats and withdraw DG Order No. 10-7/2001-PE-II dated 15.3.2004; Drop single beat system and single delivery etc.

6.Increase the chances to 10 appearing LGO examination for Postmen, Mailguards and Group D staff.

7.Terminate all licenses granted to Franchisee outlets; withdraw unilateral proposals before the Planning Commission for extending the franchisee scheme and stop any type of outsourcing of postal function; Stop outsourcing of functions of PAO

8.Restore sorting office and ensure at least one RMS office in every revenue State and revenue District.

9.Fill up all vacant posts of MMS Drivers and Technical Staff and ease the workload; Impart necessary computer training to handle new generation power vehicle.

10.Grant Temporary Status to all eligible full time casual labours; absorb TS CLs and GDS in Group D vacancies under 25% - 75% formula without abolishing Group D vacancies as per the Ernakulam CAT Judgement. Regularize all part time casual labours and contingency paid and absorb them as GDS. Treat all the Temporary Service CLs as pre-2004 entrants and re-commence recovery of GPF; and Restore payment of wages including HRA/CCA quantum to substitute as per Madras High Court Judgement.

11.Grant three financial upgradations to all Group C and D officials on completion of 10,20 and 25 year of service.

12.Allot 19% of Group B vacancies for General line and permit all Group 'C' officials in Postal, RMS, Administrative and Postal accounts with a minimum of 20 years service to appear for the competitive examinations by dispensing with the present reservation of posts to RMS & Admn Staff.

13.Grant notional promotion to eligible seniors by holding the DPC year by year basis from 1983 to Postal and RMS wing and from 1983 in Administrative wing within a time frame of one month; Restore periodicity of Junior Accountant Promotion to Senior Accountant as 3 years.

14.Withdraw the SLP and absorb all RRR Candidates recruited under compassionate ground of recruitment.

15.Regularize the services of RTP for promotion and pension by ending the discrimination between the APS RTPs and others.

16.Create avenues of promotion to all JAO qualified officials and approve the proposal for common cadre with DOT.

17.Remove the unilateral cap of 60 days in the PLB formula.

18.Fix time factor for all work to which no norms available at present.

19.Get funds from Ministry of Finance for one time clearance of all pending OT Bills, Medical Bills etc., Take measures to get the Arbitration Award on Postal OTA rates implemented by the Government; Revise the OTA rates @ double the normal wages in future; stop compulsory OT duty.

20.Remove all trade union victimization and vindictive punishments awarded for lapses committed due to unbearable workload.

21.Settle all long pending and urgent Sectional issues listed in the enclosed Annexure I, II, III, IV and V for different sections of Postal employees.

(iv) Irregular application of benchmark of current period for notional promotions.

(v) Date of LSG Promotion be calculated from the date of issue of orders and not form the date of joining.

(vi) Grant of Modification of LSG as one time measure for those aggrieved due to dearth of LSG vacancies/ Rule 38 transfers.

(vii) Drawal of pay to senior BCR officials in HSG I posts as the pay scales of HSG II & BCR is one and the same & settlement of earlier officiating cases of Tamilnadu, West Bengal & other Circles as one time measure.

(viii)Fill up all the vacancies by relaxing the minimum qualified service for HSG II and HSG I promotion.

(ix) Anomaly in the preparation of PA Gradation list. Date of confirmation should not be taken now and Date of appointment be taken for construing seniority. Fixing seniority based on the date of confirmation is unconstitutional and discriminatory.

9 Counting of Past services of erstwhile R.T.P for promotion & pension as per the Supreme Court direction.

10 Withdraw the condition in tenure posting of Single & Double handed offices & restriction in posting of SPM due to minor penalties/ CR entries, which are in violation of provisions of statutory rules of volume IV.

11 Allowing all TBOP officials to appear for Group B exam to be held in Feb'08. as per original orders & various judicial pronouncements. The cut off date should be extended for the current exam as 01.01.2008. The exam should be conducted after completing the process of notional promotions to LSG in all circles.

12 Counting of Training period for increment and promotion to the departmental candidates also.

13 Revision of FSC to Post offices & Enhancement of honorarium for RD PMC work in Sub Offices, Department Exam invigilation work etc.

14 Implement the assurance made on 19.4.07 in fixing incentive to RPLI, IMT Pass Port applications, NRGEIS, other business activities etc., Grant of OTA to operative staff, Engagement of SDPA to manage the shortage etc, Dispensation of Confirmation Examas agreed upon by amending the PA/SA Retirement Rules.

17 Spot payment of incentive to SPM/BPM for procuring RPLI business. Grant of incentive for schedule work / verification of commission bills in accounts branch. Grant of incentive instead of Honorarium for PLI work in Divisional Offices without RPLI ceiling limit.

18 Drawal of SB Allowances to all working in SB branches on computers.

19 Refund of Fee for appearing AMFI (Association of Mutual Fund industry) Exam to all candidates.

20 JAO Qualified be regularized in DOT by agreeing to the proposal for common cadre.

21.Stop harassing staff on contributory factors for simple and flimsy reasons by misusing the provision of unbecoming of Government Servant deviating the rulings contained in Volume III, FHB etc.

2.Stop curtailment of deliveries and introduction of single delivery system.

3.Stop reducing the clearances of letterboxes

4.Newly accepted norms for sanctioning of Postmen staff need to be circulated immediately for taking confidence into union for finalization as suggested earlier by this union.

5.Include the Workload of Speed Post mails / hybrid mails etc. as accountable articles for calculation of time factor and grant of postmen staff.

6.Filling up of all vacant posts of postmen and Group 'D'

The large number of vacancies of postmen and Group 'D' are lying vacant for various administrative reasons at local level since long which is causing operational difficulties for efficient and smooth functioning of delivery system.Immediate action be ensured to fill up all vacant posts of postmen and Group 'D'

7.Supply of Uniform & Other kit items and allied matters.

(a) Replace the present uniform with that of earlier Khaki Uniform and assure supply of best quality and quantity of cloth.

(b) The periodicity of summer uniform should be two sets in one year and periodicity of winter uniform should be one set in two years and it should be ensured that supply should be made timely and of best quality.

(c) Rate of Washing Allowance should be enhanced from Rs 30 to Rs 150/-

(d) Postmen and Group 'D' staff at Solan and Shimla should be included in that area for Supply of Far Ka Coat and it should be ensured that the supply should be made timely and best quality which is very indispensable to cope up with the prevailing climate.

(e) Postmen and Group 'D' staff at Shimla should be treated at par with Kinnor and Lohspiti and Supply of Snow Boots and Goggles timely .to this area.

(f)Supply of Shoes and Chappals

(i) A very good quality of shoes and Chappals be supplied in time to avoid complaints from entirety of staff

(ii) The present rate of shoes repair charges are very less and this need to be enhanced to Rs 50/-

(iii)The periodicity of Shoes and Chappals should be reduced.

(g) Supply of Umbrella & Rain Coat

The good quality folding type umbrella be supplied to Postmen staff to avoid inconvenience while performing their duties during rainy season.

Supply of Rain Coats: Ensure timely and durable quality of the raincoats.

(h) Supply of Postman Bag. Durable and timely supply of Postman Bag should be ensured being very indispensable for safety of mail.

8.The rate of OTA (FMC) for postmen staff should be revised as under:-

Existing RateRate to be revised

Full BeatRs 29.00Rs150/-

Beat dividedRs 14.00Rs80/-

Holiday dutyRs 43.00Rs 200/-

9.Restriction of 3 hours limit of OTA to Sorting Postmen & Group 'D' worked on Holiday duty should be removed with enhanced Rate of Rs 200/-.

11.Cash handling allowance of Cash Overseers: should be enhanced from Rs 30/- to Rs 100/- p.m

12.Mail Overseers:should be treated as IPO/ASPs when they are on visit of BOs.They should be granted daily allowance as like other inspecting officers and should be granted full daily allowance instead of night halt allowance.

13.Justified incentive to Mail Overseers for RPLI Business

14.Arbitrarily change of designation of test category Gr. 'D' posts.

The department arbitrarily changed the designation of test category Group 'D' vide its letter dated 27.10.2004 as Peon and Mail Peon instead of packer. Peon is not acceptable as the said staffs are doing hard, skilled, arduous and hazardous of official duties. The orders dated 27.10.2004 be reversed and restore the original designation of packer to all test category of Group 'D' staff of department of posts.

15.ACPpromotion Scheme

ACP promotion scheme should also be implemented on wiremen and electrical staff in the department of posts

16.Enhance the financial powers:

Enhance the financial powers of SPOs /SSPOs in sanctioning the NHA of Mail Overseers to Rs 1,000/- instead of Rs 500/-

.

17.Cycle Allowance:

To increase the cycle maintenance allowance from Rs 30 to Rs 150/-

18.Time factor for Stamp Vendor:

Modify the unscientific fixation of norms fixed for calculation of establishment of stamp vendors and time factor for sale of postal stationery.

1.Review result of JAO Part II examination in respect of SC & ST candidates held in July 1997 and other Department Examinations of SC/ST candidates held during 23rd July 1997 to 2 October 2000 by restoring the privilege of awarding in grace marking during that period.

2.Grant benefits of first & second financial upgradation under ACP Scheme to all D/E passed Jr. Accountant (promotees) on completion of 12/24 years of service as in the case of direct recruited Jr. Accountant.

3.Withdraw Charge sheets and suspension in connection with CC Works.

4.Fill up all vacancies including backlog vacancies in all Cadres and provide due share to PAO in ADR Plan 2005 & 2006.

5.Provide departmental buildings to all PAOs.

6.Cause full-flagged functioning of newly formed PAOs.

7.Start induction training to JAs/SAs/AAOs.

8.Cause regularization of RR in the cadres of Sorter LDC & Jr. Accts. And allow the promote Sorters (Senior Group 'D') to negotiate DE to JA Cadre on par with promote LDCs (Junior Gr. 'D') in the ensuing exam.

9.Ensure speedy caste verification of SC/ST at Govt. level and promote officials from due date.

10.Count RTP service for the purpose of pension and ACP.

11.Allow PAO Officials to negotiate PSS Group 'B' examination as in

the case ofJAO of PAO allowed to all officials of DOP.

12.Restore Member (Finance) Post in Postal Service Board in the

Department ofPosts,

13.No out sourcing of Cash Certificate work in PAO and fixing of

supervisory responsibility on the staff of PAO.

14.Group D Cadre:

Rectify the anomaly due to promotion of Gr. 'D' to LDC cadre in PAO viz Senior Group D promotees in Sorter Cadre remaining as Sorters and Junior Gr.'D' becoming LDCs.

Grant special pay / allowance to D/E passed Group 'D' /Sorter awaiting promotion as in the case of other cadres; also grant ACP in the scale of Sorters for those Group 'D' officials passed DE before 2000.

Fix pay of T/S group 'D' on regularization by taking all annual increments already earned; count T/S service for pension and ACP purpose as in Indian Railway.

15.Sorter Cadre

Merger Sorter cadre into LDC cadre as recommended by GOM and also Postal Board.

16.LDC Cadre

Upgrade 61% posts of LDC cadre to Jr. Accountant Cadre as per recommendations of Restructuring and Dutta Committee.

17.Canteen Employees:

Fill up all vacant posts in all the cadres of Departmental Canteens with special reference of D/E passed canteen employees of PAO, Kolkata.

18.JA Cadre

Restore residency period to 3 years in the case of Jr. Accountant to Sr. Accountant promotion.

19.JAO Cadre

Hold JAO part II exam followed by Part I; restore its qualifying nature.

Grant special allowance Rs.140.00 from the date of passing the examination of JAO Part II similar to other organized Accounts Wing and IA & AD.

Sanction justified posts of JAO in PLI/RPLI & BD without diverting the posts of existing JAOs.

20.Stenographers:

Restore parity of pay Scales of Stenographers of PAR with Jr./Sr. Accountant.

21.Data Entry Operator:

Regularize Data Entry Operator Cadre in Chennai PAO and upgrade them to the Cadre of Jr. Accountant as recommended by Re-structuring Committee constituted during 1998.

ANNEXURE-IV : Administrative Staff Issues

1.Withdrawal of the order of Decentralization of PLI/RPLI and augmentation of staff strength in CO/RO and DPLI, Kolkata to handle increased volume of work.

2.Increase in the Number of HSG-I, HSG-II and LSG posts in Circle and Regional Offices to boost the promotional avenues.

3.Hold the LGO examination for Administrative Group D also under the liberalized syllabus to fill up all residual vacancies in CO/RO and DPLI Kolkata.

4.Allow the left out Categories of Circle Office viz Lift Operator etc

to appear at LGO exam.

5.Withdraw the deputationists brought in Circle Office against

unfilled vacancies and fill up all vacant posts on regular measure.

6.Renovate the Postal Printing Press, Bhubaneshwar.

7.Implement the Order of TBOP/BCR of 1998 to the eligible C.O.

Staff of Karnataka and Orissa Circle.

8.Grant Special Pay for System Administrators in CO/RO including

DPLI Kolkata.

9.Introduce the system of competitive examination for PSS Gr. 'B' along with postal employees instead of existing reservation system by increasing the percentage of Group B General Line.

ANNEXURE-III : R 3 & R 4 Issues

1.Implementation of the arbitration award on revision of OTA rates, which was last revised in 1990, removing the RS 6800 ceiling on eligibility to perform OTA, clearance of all pending OTA bills and stop compulsory order to perform OT duty.

2.Filling up of all vacant posts in group C & D in RMS& MMS, hold special examination to fill up all residual vacancies immediately, sanction Driver Posts for operating long distance Schedules.

3.Fill up all promotional vacancies of LSG/HSG II/HSG-I strictly on seniority basis by granting notional promotion from 1983 onwards year by year.

6.Compilation of fresh statistics cs with II class and Business mails for those offices having less than that 10,000 mail consequent on increasing mail traffic at present, retain one mail office in a revenue state/district and no mail office to be merged with post office.

7.Norms for CRC's EPP, Logistic and SPCC's to be on scientific basis, withdraw CRC norms fixed arbitrarily as 900.

8.Provide adequate motor vehicles for conveyance of mails /logistics etc. Replace all condemned vehicles, impart sufficient computer training to the technical staff to deal with modern power vehicles, insure MMS vehicles. Recruitment Rules for the Assistant Managers of MMS should be issued soon.

9.Count RTP service for all-purpose including pension.

10.Withdraw the SLP and absorb all RRR candidates.

11.In view of concentrating business mail including logistics in RMS all MMS units under SSPOs /SPOs be transferred to RMS divisions.

12.Payments of OSA and other benefits on par with RMS staff to MMS drivers working in long distance schedules and allow to engage casual drivers temporarily to work till regular arrangement is made.

13.Grant of four more chances in appearing in the LGO Examination in the revised syllabus for Gr. 'D' Officials.

14.Dispense with the reservation of vacancies of PSS Group 'B' and permit to write the examination by increasing the General Line Quota to 19%.